E-Commerce Supervisor
The Salvation Army USA Western Territory | |
19.28 | |
paid time off, retirement plan | |
United States, California, Canoga Park | |
Nov 08, 2024 | |
Description
ABOUT THE ARC The Salvation Army (TSA) Adult Rehabilitation Center (ARC) is a no-fee program to assist men & women in their journey to complete our rehabilitation program. We are grateful for the contributions our valued employees make toward the maintenance and effectiveness of the programs. The organization is indebted to and dependent on the diligence and devotion of its employees. ABOUT OUR PRODUCTION TEAM Become part of the dedicated Production Team at The Salvation Army! Together we can continue to serve and impact our local community, through the commitment to "Do The Most Good" at our Canoga Park Distribution Center, which supports the Adult Rehabilitation Program. This is an opportunity to promote teamwork skills, while contributing to the success of our Program and its participants. PAY RATE $19.28 hour EMPLOYEE BENEFITS OFFERED
As our enthusiastic and hardworking E-COMMERCE SUPERVISOR, you will be responsible for (but not limited to): JOB SUMMARY: The Ecommerce Supervisor will be responsible for ensuring precise and optimized product listings, timely order fulfilment, and providing leadership and guidance to a team of associates and specialists. ESSENTIAL DUTIES AND RESPONSIBILITIES:
QUALIFICATIONS:
PHYSICAL REQUIREMENTS:
Schedule Our Distribution Center operate 5 days per week. Work schedules are determined by Management and employees must be flexible to always ensure adequate coverage. Full-time Employee may be scheduled to work any full-time shift including some weekends and holidays. Education
High School or Equivalent (required)
Experience
leading or supervising a team (required)
2 - 4 years: customer service and/or retail (required) identifying high-quality and designer brand merchandise (required) Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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